HomeMy WebLinkAbout10 MOU with IBEW 1245Aqenda Item #
ACT I Ulm
To: Board of Directors
From: Michael D. Holley
Date. September 16, 2015
Subject: Authorize the General Manager to Execute a Memorandum of
Understanding (MOU) with IBEW 1245
1. WHY THIS MATTER IS BEFORE THE BOARD
10
The Board approves the Memorandum of Understanding (MOU) between the District
and IBEW Local 1245.
2. HISTORY
The District and IBEW Local 1245 (Union) have had an employee MOU since May 1,
1967. Positions that are represented by the Union include the Electric Crew
(Apprentice Linemen, Journeyman Linemen, Electric Foremen and Electricians),
Water Crew (Water Technicians, Inspector, Leadmen, and Foremen) and
Administrative personnel (Accounting/Billing Specialists, Customer Service
Representatives, and Supervisors).
The current four-year contract is set to expire
Manager was appointed at the March 18, 201
for the IBEW 1245 Union contract.
3. NEW INFORMATION
on December 31, 2015. The General
5 meeting to be the District Negotiator
The General Manager and the District's negotiating team met with the IBEW Business
Representative and negotiating committee members several times over the past three
months to discuss proposals set forth by the District and the Union.
On September 2, 2015, the District and Union reached a Tentative Agreement on
several proposals. The Union shared the Tentative Agreement items with its
membership this past week.
We the Union membership ratified the MOU with
upon changes to the MOU on Thursday, September
to 4 - no votes.
the proposed, tentatively agreed
10, 2015. The vote was 43 -yes
4. FISCAL IMPACT
The fiscal impact of the MOU proposals include a 5% ($207,758) general wage
increase in FY16. This increase will be offset by a 3.9% skipped COLA in FY12 that
resulted in a $581,268 savings. In years 2017, 2018 and 2019 the agreed upon 3%
COLA is the same percentage the District uses in budgeting estimates.
There is also cost containment language for employee medical premiums.
Agreed upon changes will be reflected in the proposed 2016-2017 budget.
5. RECOMMENDATION
Authorize the General Manager to execute the MOU between IBEW 1245 and the
District effective January 1, 2016 thru December 31, 2020.
/"KOZ � G'
Michael D. Holley
General Manager
Results of Bargaining
Truckee donner PUD
IBEW Local 1245
September 2, 2015
Subject to ratification by IBEW 1245 members employed at TDPUD.
Subject to approval of TDPUD Board of Directors.
2.1 (c) Elections to rescind agency shop requirement: The aaena„ sber, re,r„iromon+,., rren+l„
in effect with Fespeet to employees severed by this II O I may he rescinded by a majority vote_rf
all the owwWe.d employees,f'`'vrlerl th.�t6 /11 a request f�S
�� hr�e�Tat� ��rees ofna#�I percent of the employees in the unit• (2) the „ate is h„
secret ballet; (3) the vote may be taken et any time during �eterm the memoranddum of
�
ould this provision he inrderd the 11 Q I shall revert to the me,difi
understanding. rdt ivu�a--�rrrsprvrrur oTT-z� �-r'e��cirrcrcv-cn�+ E£provislen in PIaGe immediately prier to t �
e April pri�(17 ellect�.
Subject to Califoniia Government Code 3502.5(d) An agency shop provision m a memorandum
of understanding that is in effect may be rescinded by a majority vote of all the employees it the
unit covered by the nieniorandum of understanding, provided that: (1) a request for that type of
vote is suppoited by a petition contauiui the ne signatures of at least 30 percent of the employees
in the unit (2) the vote is by secret ballot and 3) the vote may be taken at any time during the
teen of the memorandum of understanding, but in no event shall there be more than one vote
taken during that tenn. Notwithstanding the above, the public agency and the recognized
nized
employee organization inay negotiate, and by mutual agreement provide for, an alternative
procedure or procedures re ag rdung a vote on an any shop agreement.
An ennplovee wishim to execute the procedure mentioned above should contact the State of
California Public Employees Relations Board (PERB at:
Sacramento Regional Office
1031 18°i St Suite 102
Sacramento CA. 95814
Should this provision be rescinded the MOU shall revert to the modified agency provision in
place immediately prior to the April 2002 election.
2.3 Applicability: The terms of this Memorandum shall apply to all hourly —
employees.
6.5 (e) Employees may elect to accrue and use up to f�g#tsix -four (4B64) hours per
calendar year of compensatory time off. Such time shall accrue as hour for hour worked
Results of Bargaining 9/2/2015 Page 1
and remainder of overtime compensation shall be paid at the appropriate rate.
Employees with accrued compensatory time off will be cashed out at the end of each
calendar year.
Example: 8 hours worked at the "double time rate" = 8 hours comp time and 8 hours
straight time pay. 8 hours worked at the "time and one half rate" = 8 hours comp time
and 4 hours straight time pay.
6.6 Rest Periods:
(a) Any employee who has worked sixteen (16) hours in any consecutive 24 hour period
will be entitled to a rest period of nine (9) consecutive hours.
1 Any emplovee that works an unscheduled shift with a minimum of two
(2) hours at overtime rates where any portion of that overtime falls
between the hours of Midnight and four (4) am, the employee shall be
entitled to a rest period of nine (9) consecutive hours.
2 For purposes of this section an unscheduled shift shall mean work
begins with less than 24-hours notice.
(b) Should a rest period extend into an employee's regular work hours the employee
may be required to report for work at the end of the rest period for the remainder of that
regular work period. The employee will, in such event, be paid the straight -time rate of
pay for that portion of the nine (9) hour rest period which overlaps the employee's
regular work period.
(c) If, when an employee is eligible for a rest period, the District requires the employee
to continue work into the regular work period, the employee will be paid at two (2) times
the regular straight -time rate for all hours worked until the employee is given a rest
period of nine (9) consecutive hours.
(d) If an employee becomes eligible for a rest period and is called back to work during
the nine (9) hour rest period, the employee will be paid at two (2) times the regular
straight -time rate for all hours worked until said employee has been relieved from duty
for at least nine (9) consecutive hours.
Results of Bargaining 9/2/2015 Page Z
9.4 Bereavement Leave: Regular employees will be granted three (3) days bereavement
leave with pay in the event of a death in their immediate families or to a member of the
employee's immediate household at the time of death. Immediate family consists of an
employee's or employee's spouse's or registered domestic partner's mother, father,
brother, sister, son, daughter, step -child, half-brother, half-sister, foster parent or
grandparent. In addition, such leave may be extended to cover the employee's step-
parent, foster child, or grandchild. An additional two (2) days of bereavement leave will
be granted if the employee must travel 500 or more miles to attend to matters related to
bereavement.
9.5 Jury Duty: A regular employee will be paid straight time salary if a leave of absence is
occasioned by a call to jury duty or by a subpoena to appear as a witness in
administrative, civil or criminal cases, unless the employee's testimony is against the
District's interest; however, any pay in excess of $5-0050.00 received as a juror, except
mileage expense, will be paid directly to the District by the employee.
11.1 �eelsClothing/Safety Equipment/Tools: The District will furnish all hand tools and any
specialized safety devices necessary to perform an employee's assigned duties. Every
effort will be made by the employee to maintain them in good condition because an
employee's safety is dependent upon the err+pleyee�s-District provided equipment.
This is a prospective benefit If an employee leaves prior to mid -year (other than medical
retirement) a prorated amount shall be returned to the District by the employee.
a) In lieu of providing boots and specialized clothing, the District will issue an annual
check in the amount of $4z-5-525 to each employee currently assigned to positions that
have traditionally received such items.
(1) In the event the District reassigns any employee to perform duties which require
boots and/or specialized clothing and that employee has not received the benefit as
described in Section 11.1(a), the District will provide all necessary boots and/or
specialized clothing.
(2) The clothing allowance for any employee designated by the District, as a backup
Meter Reader shall be $4�5-525 for the year said employee was designated as such.
For each successive year with this designation the backup Meter Reader shall
receive $21 2 g02626500 If in any year the backup Meter Reader receives more than
1040 hours of upgrade to Meter Reader the clothing allowance for that year shall be
$42-5525.
Results of Bargaining 9/2/2015 Page 3
19.1
mployees who require prescription glasses. Prescription glasses damaged on the Mob
vill be replaced at no cost to the employee, Exams required for prescription safety
lasses will be covered under 19.2(l) of the MQU. When the District is -required t
revide safety glasses to any empleyee and-4he empleyee requires. prescription lenses.
n his or her safety glasses, e cost ef the exam used to determin the preseriptien shall
e limited and part of the -benefit set forth ;R seGtien 19.2(i).
General: While this Memorandum is in effect, the District will not alter the overall level of
service or benefits of any of the programs identified below. The District maintains the
rioht to make administrative, plan and/or vendor chanqes that will not materially affect
the employees' benefit or overall employee cost of such benefit. Should the Union
believe the District has made a change that does not fit within the confines of the
paragraph it is hereby granted access to the grievance procedure or as an alternative
may demand to open bargaining. A demand to bargain shall be limited to this issue only.
19.2 Contributions:
Group Medical Insurance Plan Including Drug Card Program:
(a) The District will pay 100% of the premiums for employees and dependents. The
District will offer a Preferred Provider Organization (PPO) plan agreed upon includes
a $2,000/$4,000 out of pocket annual maximum for Out -of -Network charges, a
$400/$800/$1200 in -network deductible and $800/$1600/$2400 out -of -network
deductible, utilization review/cost containment SHARE features, medical
management provisions, generic drugs at $10.00, brand name drugs at $1520.00,
mail service prescription drug program (co -payments for brand name mail order
prescriptions at $252-0.00, generic mail order prescriptions at $10.00).-The
(b) The District will immediately notify the Union of any notice of proposed changes
provided from NRECA. District and Union agree to meet and discuss the impacts of
said changes to determine appropriate course of action.
(c) District will reimburse employee and dependents for the first day medical
management deductibles and the District will cover the 1% claims processing fee.
The District will continue to fund medical insurance at the same level as their normal
Results of Bargaining 9/2/2015 Page 4
employment status up to thirteen (13) weeks of disability.
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19.2 (Ic) Post Retirement Medical and Dental Benefits:
To be eligible to receive post -retirement health benefits, an employee must have at
least ten (10) years of service with the District. Years of service is defined as cumulative
years of service with the District, which may or may not be consecutive years.
Employees, who retire from the District and meet the service requirement stated above,
will receive a District contribution towards their post -retirement health benefits
premium with the insurance company that is contracted for retiree benefits with the
District at the time of the employee's retirement, as follows:
Total Years of Service Percent District
Contribution
13 65%
14 70%
15 75%
16 80
17 85
Results of Bargaining 9/2/2015 Page 5
The post -retirement plan is the same as the �;��active employees' medical plan
except for a $500 deductible per person compared to a $400 deductible per person
for employees. Wis based en the EleetRlie nip ,,.,,,dieal pi with $SOO a ,-uet-ible
{pe"eFSOn. Retirees may choose the High Deductible Health Plan as a lower cost
alternative to the PPO plan.
edieal and dental premiums beginning at the FetiFee's age _.
..
nneF. If a person
etires earlier than age _.
ears of service would have 9-195% of the retiree and dependent pFeniiums--��s
•aid bythe
(2) The benefit paid by the District is capped as listed below:
Monthly Caps
Individual only $475
Spouse only $475
Child(ren) only $475
Spouse & child(ren) only $725
Medicare Rate $375
If the premiums increase above the monthly cap, the retiree will pay the
difference between the new premium and their percent of benefit established
upon retirement multiplied by the cap. Example; A person retiring at age 5558
with 19 years of service would have 9591% of the retiree and dependent
{�r�x�itr��ca s aid by the District. If initially the premium for individual only was
$340, the retiree would pay 340 — (2591% x $340) _ $30,6917.00. If the premium
increases to $500 while the cap is $475, the retiree would pay 500 — (95-91% x
$475) _ $&7-7548.75.
(3) Retiree cannot leave the plan and then come back. Once time is broken on the
plan, the employee or retiree cannot come back on the medical plan.
(4) If the retiree is paying for part of the medical coverage it will be done through an
electronic fund transfer from the retiree's account on a monthly basis.
Results of Bargaining 9/2/2015 Page 6
(5) When the retiree is eligible for Medicare, it is mandatory that the retiree enroll
for Wat-Medicare Part B coverage.
(6) ff-Should the District changes the insurance plans or coverages through the
collective bargaining process, those will apply to retirees also.
(7) The vision benefit will remain the same without any monthly caps_
19.3 Longevity
(b) Payment: Longevity payments will be made retrospectively as soon as possible after
the first pay period, but not later than the last day of January of the calendar year for
those employees who are eligible. Employees separating from the District between their
anniversary date and the retrospective payment in January will be paid this benefit on
their final paycheck.
19.5 Tools:
a�Allowance: Notwithstanding the provisions of Section 1'
automotive mechanics are required to provide their own
necessary to perform their jobs. The District will provide
up to" 1000 per annum, payable upon presentation
misplaced, damaged or worn tools through normal wear
available to enhance the performance of their job. Hand
mechanics using this allowance will remain the property
1.1 of the agreement,
set of hand tools and boxes
to the mechanics an allowance
of approved invoices, for lost,
or new tools which may be
tools acquired by the
of the mechanic.
This is a prospective benefit. If an employee leaves prior to mid -year (other than
medical retirement) the amount shall be returned to the District by the employee. If the
employee is on modified work duty at the time the original payment is made, the
prospective benefit amount will be pro -rated and paid only when the employee can
perform the job without modifications.
20.6 Incentive for Water Certification:
Employees within the water department (above the Technician -in -Training level) will
receive $350.00 per year per certification above what is required within their job
description, limited to Water Department personnel only, two certificates per employee.
This applies only to state treatment, distribution and cross connection specialist
certifications. Paid in a lump sum in January each year.
Results of Bargaining 9/2/2015 Page 7
1. Upon written or electronic notification of completion of the requirements for the
certification from the State of California or AWWA Employees will be paid a prorated
portion of the $350 for the current year. This will be based on the date of certification
Position added to the list of Represented Employees.
Engineering Intern
Summer Hires
Positions removed from the list of Represented Employees.
IT/GIS Analyst
General Wage Increase:
January 1, 2016 5%
January 1, 2017 3%
January 1, 2018 3%
January 1, 2019 3%
Term of Agreement:
January 1, 2016 through December 31, 2019
Agreed:
I%J
Michael Holley GM TDPUD
Randy Osbo� Representative IBEW 1245
date
Results of Bargaining 9/2/2015 Page 8